WE PRIDE OUR DAUGHTERS

Manthan Topic:

Walk With Equality: Ensuring Safety And

Empowerment Of Women

TEAM DETAILS:

Team name: ALP38

Members of team : Anjali Kataria, Kunal Ahuja, Mitasha Sapra, Lubna

Siddiqui, Piyush Bhatia

Team coordinator e-mail id: sonakshiverma46@yahoo.in

College Name and City: Dronacharya College of Engineering, Farrukh

Nagar, Gurgoan, Haryana-123506

Course : B.TECH(Information technology)

Year and batch: 2nd year(2012-2016)

STATUS OF WOMEN IN INDIA

• I spite of I dia’s reputatio for respecti g wo e , i cludi g treating her as a goddess, from ancient time till now, women are being ill-treated.

• Laws made by Indian Government:

1. National Commission for Women-1990

2. Fifth Five Year Plan-(1974-78)

3. The Hindu Marriage Act-1955

4. Equal Remuneration Act-1976

5. The Dowry Prohibition Act-1961

• There are many other acts made by Indian govt. , but unfortunately not even one of the act is being followed by any citizen of India.

Problem Facing Women

Cultural Problems

• Gender specific specialization

(work)

• Cultural definition of appropriate

sex roles(sexual harassment)

• Rape

• Acid throwing

• Belief in inherent superiority of

males

• Customs of marriage(Dowry)

• Notion of the family as private

sphere and under male control

Economic Problems

• Limited access to cash and credit

• Limited access to employment in

formal and informal sector

• Limited access to education

Sex ratio chart

As a result of cultural and economic factors, women face discrimination right

from the childhood.

A ordi g to o e’s esti ate, e e as adults o e o su e appro calories less per day than men.

The sex ratio in India stood at 933 females per 1000 males at 2001 census and

out of total population, 120 million women live in abject poverty i.e., lack of

healthcare facilities and poverty has been resulting in India accounting for

27%of all maternal deaths worldwide.

Death of young girls in India exceeds that of young boys by over 300,000 each

year and every 6th infant death is especially due to gender discrimination.

Solution Proposed

Establish high-level corporate leadership for

gender equality.

Treat all women and men fairly at work – respect and support

human rights and non-discrimination.

Ensure the health, safety and well-being of all women workers.

Promote education, training and professional

development for women.

Implement enterprise development, supply chain and marketing

practices that empower women.

Promote equality through community

initiatives and advocacy.

Measure and publicly report on progress to

achieve gender equality.

Implementation and Impact of

Solution

I. Leadership Promotes Gender Equality

Affirm high-level support and direct top-level policies for gender equality and human rights.

Establish company-wide goals and targets for gender equality and include progress as a fa tor i a agers’ performance reviews.

Engage internal and external stakeholders in the development of company policies, programmes and

implementation plans that advance equality.

Ensure that all policies are gender-sensitive – identifying factors that impact women and men differently – and that corporate culture advances equality and inclusion.

II. Equal Opportunity, Inclusion and Nondiscrimination

Pay equal remuneration, including benefits, for work of equal value and strive to pay a living wage to women.

Ensure workplace policies and practices are free from gender-based discrimination.

Implement gender-sensitive recruitment & retention practices & proactively recruit & appoint women to managerial and executive positions and to the corporate board of directors.

Support access to child and dependent care by providing services, resources and information to women.

III. Health, Safety and Freedom from Violence

Taking into account differential impacts on women, provide safe working conditions and protection from exposure to hazardous materials and disclose potential risks, including to reproductive health.

Establish a zero-tolerance policy towards all forms of violence at work, including physical abuse, and prevent

sexual harassment.

Respect women and men orkers’ rights to ti e off for

medical care and counselling for themselves and their dependents.

Train security staff and managers to recognize signs of violence against women and understand laws and company policies on human trafficking, labour and sexual exploitation.

IV. Education and Training

Invest in workplace policies and programmes that open avenues for advancement of women at all levels and across all business areas, and encourage women to enter non-traditional job fields.

Ensure equal access to all company-supported education and training programmes, including literacy classes, vocational

and information technology training.

Provide equal opportunities for formal and informal networking and mentoring.

Offer opportunities to promote the business case for o e ’s e po er e t and the positive impact of inclusion for men as well as women.

V. Enterprise Development, Supply Chain and Marketing Practices

Expand business relationships with women-owned enterprises, including small businesses, and women entrepreneurs.

Support gender-sensitive solutions to credit and lending barriers.

Ask business partners and peers to respe t the o pa ’s commitment to advancing equality and inclusion.

Respect the dignity of women in all marketing and other company materials.

Ensure that company products, services and facilities are not used for human trafficking and/or labour or sexual exploitation.

VI. Community Leadership And Engagement

Leverage influence, alone or in partnership, to advocate for gender equality and collaborate with business partners, suppliers and community leaders to promote inclusion.

Work with community stakeholders, officials and others to eliminate discrimination and exploitation and open opportunities for women and girls.

Pro ote a d re og ize o e ’s leadership in, and contributions to, their communities and ensure

sufficient representation of women in any community consultation.

Use philanthropy and grants programmes to support company commitment to inclusion, equality and human rights.

VII.Transparency,

Measuring and

Reporting Make public the

company policies and

implementation plan for

promoting gender equality.

Establish benchmarks that

quantify inclusion of women

at all levels.

Measure and report on

progress, both internally and

externally, using data

disaggregated by gender.

Incorporate gender markers

into ongoing reporting

obligations.

Five Challenges,

One Solution: WOMEN

Demography

Leadership

Food Security and Agriculture

Sustainability and Resource Scarcity

Conflict

References

• Global empowerment of women by Carolyn

M.Elliott

• Wo e ’s de elop e t i I dia Lal eihzo i • Women and property in urban India by Bipasha

Barauh

• Wo e ’s e o o i e po er e t- Issues Paper

2011

THANK YOU